Are There Jobs for Older Lawyers? Why It’s Becoming Harder to Stay Employed

by | Dec 4, 2024 | legal matters

The legal economy is still navigating the impact of global economic shifts, tech disruption, and remote work models. The struggles of older lawyers—especially those over 50—remain an issue.
The post Are There Jobs for Older Lawyers? Why It’s Becoming Harder to Stay Employed appeared first on Articles, Tips and Tech for Law Firms and Lawyers.

The struggles of finding or holding jobs for older lawyers—especially those over 50—remain an issue, as younger lawyers are challenged too.

Jobs for Older lawyers
Are There Jobs for Older Lawyers? Why It’s Becoming Harder to Stay Employed 2

Key Takeaways

  1. Problems and Opportunities for Older Lawyers: Problems older lawyers face in the changing legal landscape, ageism and new tech. Opportunities through alternative careers that play to their experience and legal skills.
  2. Value of Experience: Need to value what older lawyers bring to the table, wisdom, experience and adaptability. Employers need to stop making age based assumptions and create an environment where experienced professionals can flourish.
  3. Many Career Options: Alternative career options for older lawyers, legal consulting, mediation, teaching and legal tech consulting. Flexible, intellectually stimulating and a way to stay in the legal field without the stress of full time practice.

In 2024, the legal economy is still navigating the impact of global economic shifts, tech disruption, and remote work models. The struggles of older lawyers—especially those over 50—remain an issue, even as younger generations continue to face their own unique challenges entering the profession.

Over the last two decades, we’ve seen a digital transformation of the legal field, and while some of this has opened up opportunities for younger lawyers, it’s created more obstacles for seasoned practitioners. The older attorneys passing through my door are often those whose careers have stalled just as they were preparing for a comfortable glide toward retirement. These lawyers, who once expected their practices to sustain them into their later years, are now dipping into retirement funds prematurely—sometimes with penalties—while struggling to regain footing in an increasingly competitive and technology-driven job market. The journey of becoming a former lawyer involves not just a career change but a significant identity shift, as they transition from legal careers to alternative professions.

I know that these challenges are not unique to the legal field but are a reflection of broader economic trends. And although late-career professionals in any industry may face difficulties, the legal profession’s youth-oriented culture makes this issue particularly acute for senior lawyers.

But even in the face of these challenges, older lawyers still have value. Exploring alternative careers for lawyers can provide new pathways outside traditional legal practice, allowing them to leverage their skills in non-legal roles. Let’s take a look at some of the solutions and considerations for how we can better support them moving forward.

Aging in the Profession

As lawyers age, they face unique challenges in the profession. One of the biggest is ageism which can stop older lawyers from advancing in their careers or finding new work.

Ageism and Older Lawyers

Ageism is rife in the profession, many older lawyers face discrimination and bias in the workplace. According to the American Bar Association 71% of older lawyers reported ageism in the workplace, 45% were passed over for promotions or opportunities because of their age. This can lead to frustration, isolation and disengagement for older lawyers.

Old Law Firm Models

The traditional law firm model, billable hours and hierarchy can be tough for older lawyers. As law firms focus on efficiency and cost cutting older lawyers may find it hard to adapt to new technology and workflows. The decline of old law firm models can also mean there are no opportunities for older lawyers to transition into new roles or pursue alternative careers.

Organizations Must Prioritize Support for Older Job-Seekers

In the past, many attorney organizations have focused their resources on helping new lawyers find work—understandably so, given that law schools and bar associations often aim to show positive employment statistics for their graduates. However, in 2024, older lawyers are increasingly being left behind. There is a growing need for bar associations and other legal entities to step up and provide more targeted support for mid-career and senior lawyers.

It’s not enough to have occasional “reentry” programs. These lawyers need resources tailored to their unique needs—whether that means retraining, mentorship, or guidance on navigating an evolving job market. Many older lawyers have valuable experience, but they may need additional skills in technology or new practice areas to remain competitive. Leveraging their legal background can be a significant advantage, enabling them to excel in roles that utilize their critical thinking, problem-solving, and analytical skills. Providing opportunities for these lawyers to update their skills, learn about the latest legal technologies, or even transition into consulting or part-time roles would be an important investment in a generation of lawyers who still have much to offer.

Legal employers, just like many other industries, must challenge the age-based assumptions that often limit opportunities for older attorneys in the legal industry. As we continue to shift toward more flexible and remote work arrangements in 2024, there is growing room for lawyers of all ages, provided they have the right skill set.

There are several assumptions that need to be rethought:

Assumption 1: Older Attorneys Are Burnt-Out

This stereotype remains, but it’s often untrue. Many older attorneys continue to be passionate about their work, and the possibility of a new challenge or a fresh perspective can reignite their professional drive. However, dissatisfaction with practicing law can lead some individuals to consider a career transition. In 2024, legal careers are not as linear as they once were. The idea that an attorney at 50 or 60 should be “done” with their career no longer fits with modern legal practice, where many professionals are shifting to flexible or hybrid roles that allow them to continue contributing without the pressure of traditional full-time hours.

While it’s true that some older attorneys may not embrace new practices immediately, many are highly motivated to learn and adapt. The pandemic, for example, pushed many older lawyers to adopt remote technologies, digital tools, and online collaboration platforms they might not have used previously. The rise of legal tech and virtual law firms has made it clear that adaptability is a skill that can be learned at any age. Older lawyers are often more willing to learn and leverage their legal training when their livelihoods depend on it.

Assumption 3: They’re Overbearing Know-It-Alls

Many experienced lawyers are eager to continue learning and are more open to mentorship opportunities. They often bring wisdom and a nuanced understanding of the law that younger lawyers might lack. The key is to create an environment where these attorneys can bring their depth of experience into new practice areas or into consulting roles. Older attorneys are often less concerned with hierarchical office dynamics and more focused on contributing meaningfully, whether that’s in a mentoring capacity or handling complex cases that require their expertise. Their valuable legal knowledge can be particularly beneficial in new practice areas, where their experience aids in crafting policies, developing strategies, and navigating regulatory landscapes.

Assumption 4: They Don’t Understand Technology

While there was a time when older lawyers might have been less tech-savvy, this is increasingly a stereotype that no longer holds. In fact, the legal profession has witnessed a significant uptick in tech adoption among senior lawyers. Many older professionals are comfortable using legal technology, whether for case management, document review, or even virtual hearings. With the rise of AI-driven tools, older lawyers are becoming more aware of their necessity and are adopting these tools to stay competitive. The reality is that technology proficiency is less about age and more about mindset and ongoing professional development.

Additionally, older attorneys can leverage their extensive experience in regulatory work, often collaborating with government agencies to conduct investigations and resolve conflicts.

Assumption 5: Their Referral Pipelines Have Dried Up

It’s a common assumption that older lawyers, especially solo practitioners, are struggling to maintain a flow of business. While this is true for some, it’s not universally the case. Many older attorneys have an extensive network of contacts and referral sources they’ve cultivated over decades. These networks may not always be leveraged effectively, but the relationships are often still there. Younger lawyers can benefit from partnering with these seasoned professionals who bring with them a wealth of client relationships and industry connections that can be a vital resource.

Moreover, many older lawyers don’t want to return to solo practice after years of managing their own businesses. But that doesn’t mean their networks are irrelevant—law firms can often benefit from tapping into these networks for new business without requiring the lawyer to go back to managing their own firm.

A New Approach: Rethinking the Value of Older Lawyers

The legal profession must understand that older lawyers—just like younger ones—bring unique value to the table. Their deep experience, combined with their growing willingness to adapt, means that they can be an asset in a changing legal landscape. Whether it’s through flexible working arrangements, hybrid roles, or mentoring younger attorneys, there are many ways law firms and legal employers can continue to benefit from seasoned professionals.

At the same time, older lawyers need to take an active role in adapting to the changing nature of legal work. Embracing technology, staying updated with continuing education, and exploring alternative career paths, such as becoming a law librarian, can help them continue to thrive professionally.

The Value of a Law Degree

Despite the tough times for the legal profession, a law degree is still a valuable commodity in the job market. Lawyers have a unique set of skills – critical thinking, problem solving, communication – that are highly sought after by employers across many industries.

A Law Degree in the Job Market

A law degree can get you into many different careers, both inside and outside the legal profession. Lawyers can use their skills and knowledge to move into business development, policy analysis or public administration. And the critical thinking and problem solving skills you develop at law school can be applied to many industries – finance, healthcare, technology.

In fact many lawyers have already made the transition to alternative careers – entrepreneurship, writing, consulting. According to a survey by the National Association for Law Placement, 44% of lawyers are in non-traditional legal careers, 21% in business or industry, 15% in government, 8% in non-profit.

Overall the legal profession may be tough but a law degree is still a valuable commodity in the job market. By showcasing the versatility and transferability of legal skills lawyers can get into many different careers.

For senior legal professionals searching for new jobs, the climb is hard enough. While they must be prepared to overcome objections, their barrier to entry should not be impossibly high. For example, legal aid plays an important role in providing support services for older lawyers. Older lawyers are still very relevant in the legal profession. So, let’s take a look at some of the assumptions legal employers make about older job seekers, and attempt to debunk them.

Assumption 1: Older Attorneys Are Burnt-out

Well, not necessarily. Of all the professions, those who really love to practice law seem to love it the most, at times in an unhealthy way. How many stories are there of lawyers dying at their desks? (That’s not a lawyer joke. There are a lot.) To dedicate oneself to a career with that magnitude of gravitas is impressive, if a little deranged. Some attorneys, then, can practice law for a long, long time and never get burned out. In those cases where this may not be true, perhaps a new opportunity is just what the doctor ordered. Working within a new construct may be what the burnt-out attorney needs to discover an old zeal. Some even consider leaving the law altogether, seeking alternative careers due to dissatisfaction with the legal profession. In the world of sports, this is the ol’ change of scenery trade.

Assumption 2: They Are Uncoachable

Many older attorneys are very willing to accept new methods and are very curious about learning new things, especially respecting technology — they’re just looking for a little guidance. And, while many attorneys with years of experience who are in receipt of regular paychecks may seem intractable, the fact is that those looking for that next regular paycheck must be far more flexible than they might otherwise be.

Legal writing is a key skill that can help in transitioning to alternative careers, showing the adaptability of experienced attorneys.

Sure, there will always be some level of resistance to the notion of taking orders from a younger colleague. But in the modern workspace, there is more of an esprit de corps that reduces the sort of age-based commandeering that traditionally took hold of offices. Of course, this transition is made more easily when an older lawyer is hired in a new practice area, since a mentorship period, and discussions of substantive matters, would set the tone for the employer-employee relationship.

Assumption 3: They’re Overbearing Know-It-Alls

Although length of experience is one of the primary forces in play when an older professional is hired, it is not always the case that older lawyers will have deep experience in the practice areas for which you’re hiring. But to refresh their careers, some are quite interested in learning new practice areas. Even if the attorney has practiced in a specific area for quite some time, though, his or her current knowledge may not be what it should be. For example, in a state like Massachusetts, where there is no continuing legal education requirement, it is very easy for attorneys to let their professional development stagnate. Many former lawyers contribute to legal publications through freelance writing, editing, or by crafting articles on legal topics, highlighting the potential for using legal expertise in new writing careers. Therefore, it may be that you’ll need to mentor an older professional, as alluded to above, and that is one roundabout way of teaching your office methods to a more receptive new hire.

Assumption 4: They Don’t Know the First Thing About Technology

While they may not use technology as regularly as the younger set, most older attorneys I talk to who are looking for jobs (1) know something about the available tools from talking with younger relatives and colleagues; (2) have an abiding interest in technology themselves (even if only so they can see pictures of their grandchildren on Facebook); and (3) realize that they must pick up familiarity with new technology to work in a modern law office. And, since they often have a sense of the importance of technology to efficient processes, there is a willingness to learn about options that will improve their productivity.

Younger attorneys may have a greater feel for technology tools, but it is more often true that older attorneys understand how to use technology in a professional context, especially when it comes to leveraging digital media for marketing. Also, the skills acquired through law degrees, such as critical thinking and negotiation, are highly transferable, enabling lawyers to adapt to new technologies and pursue diverse career paths beyond traditional legal work.

Assumption 5. Their Referral Pipelines Have Dried Up

Not necessarily. Some have a significant collection of referral sources and leads — they just don’t want to practice on their own, where they’d have to take advantage of those potential business sources outside of a more traditional firm environment. Some folks just don’t want to be entrepreneurs — especially in the late stages of their careers.

Some former lawyers explore diverse career options, transitioning away from traditional legal careers and pursue new opportunities.

While most older job seekers have at least developed a network of more amorphous connections (as opposed to qualified leads and referral sources), leveraging those connections is another matter. It’s easier being everyone’s friend when you’re not asking for things — like a new job, or a new case. It is an art to turn over business from contacts. Consider that your potential hire has the pieces, perhaps, but can’t complete the puzzle — and maybe you can, with access to the pieces.

Now, it is likely true that solo practitioners and small firm attorneys have been disproportionately hurt by this long-term recession. In many cases, their referral pipelines have run dry — due to neglect of marketing, a practice area getting stale, or crashing or what have you. But, even while such a practitioner’s lack of an effective book of business ultimately did them in, that does not mean that that practitioner is without value as an attorney. Perhaps that person was not the superstar rainmaker, but there is always a need for good attorneys to bill the work the rainmakers do bring in. If a law firm managing partner can find a good attorney to handle overflow work, or specific cases in areas where the firm’s lawyers have not had extensive experience, that can be a highly effective, if underrated, hire.

Certainly, this is not an exhaustive list of the assumptions made about older legal professionals in the job market. There are as many stories as there are people looking for jobs. (In fact, I’ve talked to older legal professionals who want jobs for a variety of reasons unassociated with income. As I’ve said, many lawyers just love to practice, and don’t want to give it up.)

Each job applicant should be treated as a unique proposition, regardless of career longevity. In this way, those applicants become instead representative of the revelation of another broken-down stereotype.

Alternative Career Paths for Older or Retiring lawyers

These alternative careers offer flexibility, intellectual stimulation and a way to use decades of legal experience without the stress or demands of full-time practice. Many of these roles are part-time which could be especially appealing to older lawyers transitioning to retirement.

  • Types of Work: Advise law firms, corporations or government agencies on legal processes, case strategies or compliance.
  • Benefits: Flexibility, use of years of experience, bridge to retirement.

2. Mediation/Arbitration

  • Types of Work: Mediate or arbitrate disputes without trial.
  • Benefits: High demand for experienced professionals, less stress than litigation, flexibility.
  • Types of Work: Temporary or project-based work, drafting contracts, reviewing documents or legal research.
  • Benefits: Flexibility, variety of work, can work remotely or part-time.

4. Of Counsel/Part-Time Associate

  • Types of Work: Reduced caseload for law firms, expertise in specific areas of law.
  • Benefits: Bridge to retirement, stay in the legal profession, no billable hour pressure.

5. Legal Writing/Blogging/Content Creation

  • Types of Work: Write articles, legal commentary or blog posts for law publications, legal blogs or companies that need legal content.
  • Benefits: Creative outlet, flexibility, can work from home.

6. Teaching or Adjunct Professor

  • Types of Work: Teach law at a university or law school as an adjunct professor or lecturer.
  • Benefits: Share expertise, mentor the next generation of lawyers, intellectual work and a balanced schedule.
  • Types of Work: Provide CLE (Continuing Legal Education) courses or training seminars for attorneys, law firms or legal organizations.
  • Benefits: Use your experience to educate others, flexible hours, public speaking.

8. Corporate In-House Counsel

  • Types of Work: Work as in-house counsel for a company or nonprofit organization.
  • Benefits: Less traditional law firm hours, stable work, less stress than in litigation heavy roles.
  • Types of Work: Provide legal services to nonprofit organizations, governance, compliance or advocacy.
  • Benefits: Meaningful work, often flexible hours, can be part-time or consulting.

10. Estate Planning and Elder Law

  • Types of Work: Advise clients on wills, trusts and estate planning, elder law.
  • Benefits: Growing demand, stable income, less stress than other areas of law.
  • Types of Work: Work with law firms or recruitment agencies to match candidates with legal jobs.
  • Benefits: Use your knowledge of the legal industry, network with attorneys, more predictable hours.

12. Government Positions

  • Types of Work: Work in regulatory bodies, administrative agencies or public policy as a consultant or advisor.
  • Benefits: More stable, less stress than private practice, public service.
  • Types of Work: Write textbooks, legal guides or review and edit legal documents for publishers, law firms or legal tech companies.
  • Benefits: Flexible, intellectually stimulating, stay connected to legal issues.

14. Real Estate Law

  • Types of Work: Consultant for real estate transactions, contracts, zoning, dispute resolution.
  • Benefits: Growing field, more predictable hours, less litigation.
  • Types of Work: Advise law firms or legal departments on implementing and integrating legal technology tools such as document management, AI driven tools or e-discovery software.
  • Benefits: Expanding field, law and tech, part-time or project based.

16. Risk Management or Compliance Officer

  • Types of Work: Advise companies on regulatory compliance, risk management or internal investigations.
  • Benefits: Corporate environment, high compensation, less adversarial than traditional legal practice.

17. Tax or Financial Planning Advisor

  • Types of Work: Use legal expertise to advise clients on tax planning, asset protection or retirement planning.
  • Benefits: High demand for professionals with legal and financial knowledge, flexible hours.

18. Corporate Governance Advisor

  • Types of Work: Advise on governance best practices, board compliance and risk management for corporations or boards of directors.
  • Benefits: Leverage your corporate law background, flexible and high compensation.
  • Types of Work: Transition into business consulting, executive leadership or strategic advisory where legal expertise is an asset but not the main function.
  • Benefits: More career opportunities, higher salaries, less stress than traditional legal roles.

20. Mentorship or Coaching for Younger Lawyers

  • Types of Work: Career coaching or mentoring for younger or mid-career lawyers.
  • Benefits: Use your wealth of experience, work part-time or on a flexible schedule, and contribute to the success of others.

Final Thoughts

As we move into 2025, it’s clear that older lawyers are not “done” with their careers—they bring unique value to the legal industry. Organizations and employers need to reconsider age-based assumptions and focus on what older lawyers bring to the table: wisdom, experience, and an eagerness to adapt to new challenges. By doing so, we can help ensure that legal professionals of all ages have a fair shot at success in today’s dynamic legal environment.

If you’re an older attorney looking to continue your career or enter new roles, don’t be discouraged by outdated stereotypes. Seek out opportunities for skills enhancement, embrace the flexibility that the legal field is offering more than ever, and leverage the relationships and experiences you’ve cultivated throughout your career. The legal profession, like any other, benefits from diversity—of age, experience, and perspective.